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The Monthly Workforce Newsletter of the Council of Industry
November 7, 2024
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SOLD OUT!!
2024 Annual Luncheon and Expo
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The Annual Luncheon & Member Expo will be held on Friday, November 22nd at the Grandview in Poughkeepsie. Our keynote speaker is Ken Girardin, Director of Research for the Empire Center for Public Policy, Inc. He will speak on election results and the current fiscal climate in New York State. The Empire Center for Public Policy, Inc. is an independent, non-partisan, non-profit think tank based in Albany, New York.
At the Luncheon we will recognize the Fall 2023 and 2024 Certificate in Manufacturing Leadership recipients. The Member Expo will precede the luncheon from 11:15 to approximately - 12:15.
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Jackson Lewis Offers Insights on President-Elect Trump’s Impact on Employer Issues
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What changes in workplace law should employers anticipate given both Donald J. Trump’s election to be the 47th U.S. president and the results of Congressional and state races?
Jackson Lewis' post-Election 2024 coverage explores key employer issues and offers practical insights analyzed in light of the president-elect’s proposed policies to date. They look at Nine Workplace Considerations including DEI initiatives, private contractors, paid leave and labor relations.
See all nine at Jackson Lewis
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Fall 2024 Edition of HV MFG Now Available Online
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Cyber Security | Simplify Your Path to CMMC Level 1 & 2 Compliance
The Council of Industry is partnering with Associate member Trout Software to host a webinar designed for C-level executives in the manufacturing industry. Join us as registered CMMC practitioners guide you through how an enclave approach can simplify CMMC Level 1 and 2 compliance, helping you meet the requirements for current Department of Defense (DoD) contracts and unlock new opportunities.
For manufacturers looking to work with the Department of Defense (DoD), achieving CMMC Level 1 & 2 compliance is not only essential but mandatory for both existing and new contracts. However, the path to compliance can be challenging and costly without the right strategies and tools in place. This webinar will explore how using DMZs can streamline compliance processes and documentation, making the path to self-certification faster and more efficient.
Learn More and Register Here
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Toolmaker Is Among the Most Challenging – and Important - MIAP Apprentice Trade
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Perhaps the most skilled of the trades offered through the MIAP apprentice program toolmakers are also the rarest. This challenging trade is essential to many operations and, as one member recently put it “A good Toolmakers is worth their weight in gold!”
Tool and die makers construct precision tools or metal forms, called dies, that are used to cut, shape, and form metal and other materials. They produce jigs and fixtures as well and gauges and other measuring devices. Tool and die makers use CAD to develop products and parts. They enter designs into computer programs that produce blueprints for the required tools and dies.
Work Processes (Skills learned on the Job) Approximate Hours for Toolmaker:
- Toolmaking and Workplace Fundamentals: 1,000 hours
- Saws: 100 hours
- Drills: 200 hours
- Turning: 2,000 hours
- CNC Milling Machine: 2,000 hours
- Surface Grinder: 300 hours
- Universal Grinder, Cylindrical Grinder, Cutter Grinder, Electrical Discharge Machining (EMD) (optional)**: 300 hours
- Advanced Toolmaking: 2,100 hours
Total Hours: 8,000
Minimum of 144 Hours of Related Instruction (Classroom Learning) Required for Each Apprentice for Each Year:
- Safety
- Blueprint Reading and Drawing
- Mathematics
- Sexual Harassment Prevention Training
- Trade Theory and Science
- NC/CNC Programming
- Computer Software
- Communications
If you want to know more about this trade and if it might be right you’re your company contact Johnnieanne Hansen
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National Apprenticeship Week is Here!
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Are you curious about what a registered apprenticeship really is? Want to explore career pathways in the trades?
We have opportunities for you to learn!
MIAP's The Benefits of Registered Apprenticeships Presented by the Council of Industry's Johnnieanne Hansen - Learn how the Manufacturers Intermediary Apprentice Program can help you recruit and retain talent, develop worker skills and save time and money.
Join the NYS Department of Labor for a FREE Apprenticeship 101 webinar, perfect for school leaders, parents, teachers, counselors, staff, and students!
Offered 3 times from November 7th - December 3rd, so there's a session to fit everyone's schedule. Don't miss this chance to learn how apprenticeships can open doors.
Links to Register Below
Tuesday, November 12th from 3:30 - 4:30 pm: https://zoom.us/webinar/register/WN_1GAK2HBBQVicniCTQoBy3A#/registration
Tuesday, December 3rd from 4-5 pm: https://zoom.us/webinar/register/WN_UYFqoppIQSOrYMbmbgYAxw#/registration
Can't Attend? Contact NYSDOL to set up another opportunity!
https://forms.office.com/pages/responsepage.aspx?id=6rhs9AB5EE2M64Dowcge5wyd_3NTdw1LkSOJtyuxfqVUMkxQMlZUT1ROSEo2RjEzQUM4RFU0RDRPWC4u&route=shorturl
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Subscribers to the Manufacturing Career Hub can view candidate resumes and contact information by searching the Candidate ID Number in the iCIMS platform.
Not yet a participant of the Career Hub? Contact Johnnieanne Hansen directly for additional candidate details or to learn more about the recruiting initiative.
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Candidate ID: 33186
Position Interest: Opportunities in the STEM and Robotics Field.
Level: Entry Level
Skills: This candidate was referred to us by Marlboro High School Teacher, Tom Fassell. They are familiar with Autodesk 3D modeling for 3D printing, PCB soldering, and assembling PCs and Raspberry Pi computers, primarily through high school projects. Experienced with RC aircraft like DJI drones and adaptable in team settings, with a focus on finding practical workarounds during assembly tasks.
Education: Marlboro High School, Graduated June 2024
Availability: Open to Interviews
Location/Commute: Resides in Milton, NY.
Learn More
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News for HR and Workforce Professionals
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How Can HR Manage What A Stressful Week For American Employees?
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A poll released last month by the American Psychological Association found that 80% of workers surveyed are stressed about the future direction of the nation. Those concerns have made their way into the workplace. Research released last week from ResumeBuilder found the presidential election has escalated conflicts among employees, with nearly 40% saying election stress has impacted productivity and morale. Seventy percent of managers predict such tensions will escalate after election day.
Some of workers’ election stress may be directly connected to the workplace: According to Alight’s 2024 International Workforce and Wellbeing Mindset Study, more than one-third of respondents believe the results of the presidential election will have a significant impact on their job. Likely complicating HR’s efforts to ease election stress in the week ahead will be the ongoing political debates in the workplace. Nearly half of those surveyed by Alight don’t want to hear political discussions at work. Regardless of how willing some employees may be to discuss the topic, it’s “sure to make many colleagues uncomfortable…. Issuing a blanket ban on workplace political discourse is not the answer, but that doesn’t mean civility has to go out the window,” says Michael Rogers, CHRO of Alight. As election stress skyrockets, Rogers says, employees should be cautioned to maintain a professional demeanor at all times and be reminded of company codes of conduct.
Read More at HR Executive
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Survey: Employers Fear Rising Health Costs Could Force Trade-Offs With Wages, Salaries
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Employers are concerned that rising healthcare costs could force them to rethink salary or wage increases, according to a new study. The National Alliance of Healthcare Purchaser Coalitions released its 2024 "Pulse of the Purchaser" survey, which polled 188 employers across multiple organizations. About three-quarters (74%) of those surveyed said they feel healthcare costs drive trade-offs for wage or salary increases, with 38% saying they "strongly agree" that this is the case. In addition, 74% said they believe that rising costs will force them to shift more expenses to workers.
The survey found that the average premium in fully insured plans was $8,435 for individuals and $23,968 for family coverage. About a third (34%) of those surveyed said this was higher than average, while 33% said these costs were on par with their average. Some surveyed said they found alternative strategies to manage costs and benefits, while others expressed frustration at factors beyond their control, such as geography and regulations.
Read more at Fierce Healthcare
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Employee Leave Management Continues To Be A Struggle For Many Employers
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Many employers still have their work cut out for them when it comes to implementing effective worker leave management policies. Although they see these policies as assets for their total rewards strategies, nearly one-third don't believe their employees have a good grasp of them and almost half say their policies aren't helping them retain talent. That is a summary of a recently released report from NFP on U.S. Leave Management and HR Trends.
Employers are recognizing the importance of robust family leave policies, and family caregiver leave has become more common, with nearly 3 in 10 providing this benefit. "In offering family caregiver leave, companies support their employees through various life stages and caregiving challenges," said Maria Trapenasso, head of human capital solutions practice for NFP. Of the 28% of employers that offer family care leave, nearly two- thirds offer less than three weeks of full pay. However, one in five employers that provide this benefit offer between seven and 12 weeks, providing employees with a leave period more in line with federal and state offerings to fulfill family responsibilities without jeopardizing their career. "This cements a more inclusive work environment and reflects an understanding of the complex needs for today's multigenerational workforce," Trapenasso continues.
Read more at NFP
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Total Worker Health is Coming of Age
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It’s often a long road from identifying an issue, creating a consensus and then designing a solution. That seems to be the case with the philosophy called total worker health (TWH). It was created in 2006 by the National Institute for Occupational Safety and Health (NIOSH) to “expand the science, education and training around a more holistic approach to worker well-being.”
“TWH is defined as policies, programs and practices that integrate protection from work-related safety and health hazards with promotion of injury and illness prevention efforts to advance worker well-being,” according to Harvard’s T.H. Chan School of Public Health’s Center for Work, Health & Well-Being, one of the 10 centers of excellence created by NIOSH to implement this doctrine. Chemical giant Dow publishes its metrics around TWH. Smaller companies are following suit in expanding their view of worker health. Jordan Foster Construction, an America Safest Companies winner in 2023 and employer of 700, took this approach 15 years ago. “Having been in the safety business for many years, I have seen the change,” said Tricia Kagerer, the company’s executive vice president, risk management. “
Read more at EHS Today
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4 Tips To Increase HSA And FSA Adoption And Engagement
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There’s also a good chance that, as employees are growing in their personal lives, they need reminders of how these benefits can continue to meet their needs. For example, an employee who elected benefits last year with no dependents may now be looking at welcoming a new child in 2025 and will want to set aside additional funds. Meanwhile, an employee who has greater health needs or who is planning for an elective procedure may need to be more diligent about budgeting how they will use their FSA or HSA funds.
In either case, HR teams are well served to treat open enrollment a bit like a brand-new school year. I find that employees are better prepared for a satisfying HSA and FSA experience when I first review the basics, revisit the highlights and remind them about the important tax advantages spending accounts offer. After that, I go beyond the basics with examples and one-on-one time to show employees how to access and use the helpful tools and technology that simplify these benefits.
Read more at HR Executive
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Poll: 3 In 4 Front-Line Workers Globally Feeling
Burnt Out
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Many frontline workers feel overworked, underappreciated, and are tempted to quit for a better employee experience, according to a new report. More than 3 in 4 (75%) of these workers feel burnt out, found the UKG survey of nearly 13,000 front-line workers and managers in 11 countries. In addition, among front-line workers:
62% say interactions with people at work have worsened their mental health
59% say they may quit because of negative interactions with their managers, co-workers, or customers
55% say they aren’t satisfied with their employee experience
19% say they’re never recognized by their manager.
The report also found that frontline employees need more support, as 42% said their organization treats them like a number, not a person, and 46% consider quitting on days when the jobs get tough, according to the report.
Read more at Human Resources Director
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Managing Workers’ Compensation and Unemployment Insurance Costs
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Managing workers’ compensation and unemployment insurance costs is crucial for manufacturers to maintain financial stability. Indeed, without plans in place to keep these two labor-related costs corralled, they can quickly become detrimental to your bottom line.
Focus On Safety To Save on Workers’ Comp. Most states require employers to maintain workers’ comp insurance. Many manufacturing employees perform duties that can make them susceptible to injury or illness, so workers’ comp can be a significant expense. To help keep workers’ comp costs to a minimum, consider:
Read more at Dannible & McKee
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Employees Say 25% of Companies Not Prepared for Emergencies
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When asked about the biggest threats their companies face, 51% of employes said cyber threats/attacks, 33% said massive tech failures and 33% said natural disaster, according to a recent survey from Fusion Risk Management. To address these threats most companies have written emergency preparedness plans, and the survey of 1,000 employees found this to be the case. Seventy-six have access to a written plan. Looking at specific events, 83% had plans for natural disasters, 65% for cyber threats, and 62% had plans for active shooter events.
When asked how often the emergency preparedness plans were updated53% said annually and 28% said ‘not regularly tested or updated’. Another method to prepare for emergencies is to use drills or simulations. The survey found that 76% of employees participated in natural disaster drills, while 43% were involved in active shooter drills and 28% experienced cyber attack simulations. Even with all of these preparation methods available, the survey found that one in five employees say they received no emergency preparedness training at all.
Read more at EHS Today
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Emotional Intelligence: The 5 Areas HR Must Focus On
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With unemployment on the rise and artificial intelligence reshaping workplaces, there is growing anxiety among workers about job security and the relevance of current skills. While AI may be viewed as a relentless force, it also presents an incredible opportunity for personal and professional growth. Those who understand and harness its potential stand to gain significantly in a growing AI-driven economy.
It’s imperative that employers care about AI and its potential, and therefore stay ahead of the disruption that it’s likely to cause. As for HR and business leaders, it’s their duty to balance automation and human skills. Leaders should be championing AI literacy across all levels of the organization by investing in training programs, creating cross-functional teams to foster innovation, and establishing AI committees to guide responsible use. Smart executives create a continuous culture of learning, helping employees keep up with a steep learning curve that comes with any new technology. Education will help companies and workers navigate this shift. Here are 5 skills to work on in 2025.
Read more at HR Executive
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Softer Labor Market Translating to Compensation Costs
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The cooler state of the jobs market is taking the heat out of compensation growth. The Employment Cost Index (ECI) grew 0.8% in the third quarter, bringing the year-over-year rate to 3.9%. That still leaves compensation costs rising faster than the high-water mark of the past cycle. However, accounting for productivity growth, which has trended higher this cycle, the ECI's current run rate looks consistent with the Fed's inflation goal, as productivity gains allow businesses to raise compensation faster than prices. On an annualized basis, employment costs rose 3.2% in the third quarter, pointing to a further slowdown ahead in the year-over-year rate.
The ECI is the Fed's preferred gauge of labor costs since it controls for compositional shifts in the economy's jobs and is broader in scope than other measures. The ECI includes benefit costs in addition to wages & salaries; it also reflects compensation changes for public sector workers along with private sector workers. Thus, the latest ECI print is likely to boost policymakers' confidence that wages are not re-accelerating after average hourly earnings growth strengthened to a 4.0% annualized rate in Q3. Other measures also point to an ongoing slide in labor costs, including the Atlanta Fed's Wage Growth Tracker and the share of small businesses raising compensation both slipping last quarter to levels last seen in 2021.
Read more at Wells Fargo
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iCIMS September Labor Market Insights – Cautiously Optimistic.
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Job openings continued to dip last month but are still up 7% from September 2023. Is this a sign that employers are feeling optimistic following the Federal Reserve’s long-awaited rate cuts last month? This activity aligns with the Bureau of Labor Statistics’ most recent — and unexpected — report of higher-than-expected job growth in September. Unemployment also declined from 4.2% to 4.1%. Despite all the fluctuations, time to fill (TTF) has remained steady year over year. In September, it clocked in at 38 days, down from 39 days one year earlier.
Top findings this month:
- 40% of candidates described their most recent job search as “quick and easy” and only 9% found it “depressing and hopeless”.
- Openings for transportation jobs are up 15% from last year.
- 65% of applicants for transportation jobs are under 35.
- 72% of survey respondents prefer part-time seasonal work, compared to 28% who prefer full-time work.
- Female respondents were more likely to say they prefer parttime seasonal work (79%) compared to 65% of male respondents.
• Read the Report
• Learn more about the Council of Industry’s Manufacturing Career Hub Driven By iCIMS
• Check out the MIAP Apprentice Program
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Manufacturing Matters Podcast
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Season 4, Episode 5
John Nolis, Manufacturing Manager, JBT Corporation
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In this episode of the Council of Industry podcast, host Harold King sits down with John Nolis, Manufacturing Manager at JBT in Kingston, NY. John provides an inside look at JBT’s role in manufacturing advanced food processing equipment, including water jet portioning systems, marination and cured meats equipment, and x-ray inspection machines. These technologies boost productivity and safety, serving clients like Boar's Head and Chick-fil-A by integrating automation and precision.
Listen Here!
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